Diversity and equal opportunities
For L’Oréal, integrating Diversity and Inclusion in the ways of acting and working together is strategically important in order to succeed in reaching the target of gaining more than one billion new consumers through universalization, meaning globalization that respects differences.
By placing consumers at the center of our strategy, L’Oréal has to explore and reflect on the infinite diversity of styles, habits and expressions of beauty all over the world in order to develop and market the most suitable products.
This naturally requires a rich diversity of teams and their ability to work together to innovate. L’Oréal pays particular attention to all its employees and to the place of each individual in its teams.
For L’Oréal, Diversity means taking on individuals and enhancing their complementarity whatever their gender, age, disability, origin, religion, sexual orientation, etc. The objective of Inclusion is to create an environment which enables all employees to express their potential by being themselves in a collective setting in compliance with equal opportunities.
To convert these convictions into concrete actions, L’Oréal has been engaged for over 10 years in an innovative, ambitious Diversity & Inclusion policy. The Group has set itself three global priorities.
- Arriving at gender equality
- Including persons with disabilities
- Reflecting the diversity of society
A network of Diversity was founding member of the first Diversity Charter in France. The Group has now signed 14 charters in total (Germany, Austria, Belgium, Hungary, Italy, the Netherlands, Poland, Spain, Finland, France, Czech Republic, Sweden, Portugal and Morocco), certain of which were created on L’Oréal initiative.
In 2016, L’Oréal was recognized by Thomson Reuters as one of the 20 best companies with regard to Diversity and Inclusion out of over 5,000 companies.
In France, Chimex plant received a Diversity Award from Diversityconseil for its innovative and collaborative recruitment and integration actions.
Achieving real gender equality is a key challenge for the company, both to promote a culture of Inclusion and to increase L’Oréal’s ability to innovate now and in the future.
L’Oréal therefore ensures that all jobs are accessible to women and men both at the level of recruitment and with regard to career development possibilities up to top-level responsibilities. A significant amount of work is still being done to create a real ecosystem which is favorable to careers of all the Group’s men and women, with particular attention to the pivotal periods of parenthood.
At December 31st, 2016, women account for:
- 70% of the total workforce
- 62% of executives
- 42% of expatriates in place
- 43% of Group key positions
- 58% of the brands are managed by women
- 33% of the Executive Committee members
- 46% of the members of the Board of Directors
Inclusion of people with disabilities
Since 2008, L’Oréal has developed a global policy to include people with disabilities within the company. In this manner, 1,010 disabled employees (with permanent or fixed-term contracts) worked for L’Oréal at December 31st, 2016. This policy focuses on five global priorities:
Recruitment: L’Oréal promotes the recruitment of people with disabilities in all countries, whether or not there is a legal obligation;
Job retention: One of the objectives of the Disability and Inclusion policy is to enable any employee with a documented disability to keep his/her position by making adjustments to the workplace if necessary, and to allow the employee to develop his/her skills and evolve in the company;
Physical accessibility to premises and digital accessibility to information: improving accessibility of workplace premises for employees with disabilities is one of L’Oréal’s objectives. All new sites must therefore now meet this objective. Certain countries have retained an audit firm to evaluate the changes needed and the work to be carried out to improve the accessibility of their premises. L’Oréal is also working on improving the accessibility of digital tools;
Raising the awareness of employees: internal communication and training are closely related to the success of the Disability and Inclusion policy conducted by L’Oréal with the main objective being to raise the awareness of employees about the integration of employees with disabilities;
Partnerships with experts: L’Oréal’s teams work in close collaboration with both international and local experts (associations and not for profit organizations, NGOs, etc.) in order to continuously learn and improve the Group’s Disability and Inclusion policy.
Inclusion of persons from different social and ethnic origins
L’Oréal’s ambition is to reflect the societies in which the Group operates, at all levels and in all functions. Particular attention is therefore paid to the diversification of recruitment sources, to ensuring equal opportunities for career development, and to raising the awareness of employees and management on this subject.
By increasingly diversifying the sources of the recruitments in its subsidiaries, L’Oréal wishes to enable all talented individuals to take on high-level responsibilities within the company, whatever their origins. In 2016, 19 countries focused part of their diversity strategy on social and multicultural origins in line with the realities in their countries.
L’Oréal Germany put in place a specific program designed to give young refugees the opportunity to carry out an internship in the local teams. 6 positions were created in various divisions and duties and recruitments are in progress for the internships to being in 2017. The interns will be fully integrated into the normal internship program (events, exchanges, networking, presentations), will have a mentor and will follow German courses.
L’Oréal USA received a score of 85 in the Corporate Equality Index 2017, consisting of an investigation and a report administered by the Human Rights Campaign Foundation. This score reflects the commitment by L’Oréal USA in favor of equality for persons who are part of the LGBT (lesbian, gay, bisexual and transgender) community within the company.
At global level, L’Oréal has been a partner since its creation of the Equal at work network of ENAR (European Network Against Racism), which enables it to hold discussions with other companies on this subject.
L’Oréal and the ILO Work Hand in Hand
The Business Charter for Disability is the first global charter that promotes the inclusion of people with disabilities in the workforce.
- It is composed of 10 principles that the undersigned company supports and commits to work towards their company-wide implementation.
- The principles mainly emphasize the company’s commitment on including persons with disabilities in the company’s internal processes (recruitment, development, accessibility etc.) but also the collaboration with external partners on the advancement of the rights of persons with disabilities (see attached Charter document for all principles).
- It was created by the members of the Steering committee of the ILO Global Business and Disability Network, a worldwide network to promote disability inclusion in the workplace (see details below).
- The Charter will be signed by the members of the ILO Business and Disability Network on the 28th of October 2015, asserting a common commitment to create inclusive workplaces for people with disabilities around the world.
- Since 2013, L’Oréal is member of the ILO Business and Disability Network Steering committee and has supported the creation of the Charter from the beginning.
- The signature of the Charter formalizes our commitment to collaboratively lead the way on the inclusion of people with disabilities on an international level and serve as a guideline for our internal teams on how to accelerate their efforts on this topic.
- The Charter was signed by Jean-Paul Agon, Chairman and CEO of L’Oréal and with Mr. Ryder (ILO General Director) on 28th October 2015.
The ILO and the Business and Disability Network
- The ILO is the UN agency whose mandate is the promotion of decent work by fostering on the cooperation between governments and employers’ and workers’ organizations.
- In 2006 the first international Convention on the Rights of Persons with Disabilities was adopted by the United Nations and entered into force in 2008.
- Since then more and more multinational companies are taking notice of people with disabilities and seek to attract them as employers.
- In response to this need, since 2010, the ILO Global Business and Disability Network is a unique worldwide network of multinational companies, national employers’ organizations, business networks and disabled people’s organizations (DPOs) working in collaboration to promote disability inclusion in the workplace.
- The Steering Committee is a subset of members and represents the entire membership for purposes of guiding the development of the Network, providing ongoing strategic advice for the initiative, and making recommendations to the ILO in moving activities forward.
- Since 2013 L’Oréal is part of the Steering Committee together with other Multinational Enterprises (Accor Hotels, Adecco, Carrefour, Casino Group, The Dow Chemical Company, Novartis, Standard Bank), Employers’ Organizations (US Council for International Business), Disabled Person’s Organizations (International Disability Alliance) and the ILO Secretariat.
Past collaborations between L’Oréal and the ILO Disability Network:
Since the beginning of our collaboration with the ILO, we had significant success on the inclusion of disability and we have managed to build a strong and fruitful partnership:
- The first ILO conference on disability in the Hispanic Zone was hosted by L’Oréal Peru
- Esteban TROMEL (Senior Disability Specialist at the ILO) was one of the members of the global jury of our “Disability Initiatives Trophies”
- Sara Park (Technical Officer of the Business & Disability Network at the ILO) helped us to get in contact with disability experts in the Africa/ Middle-East zone to be members of the zone jury of the “Disability Initiatives Trophies”: Undere DEGLON (Chief Executive Officer Disability Workshop Development Enterprise, Cape Town) and Doha Yahfoufi (National Progam Coordinator Lebanese Physical Handicapped Union)
- Since the beginning of the partnership, we have shared our good practices on the inclusion of disability during 2 meetings in Geneva
“A diverse workforce in all functions and at all levels enhances our creativity and our understanding of consumers and allows us to develop and market products that are relevant”.
JEAN-PAUL AGON, PRESIDENT AND CEO OF L’ORÉAL